A7.2: Main page
This section provides guidance on the regulations and arrangements for starting pay.
As a public sector organisation, BBSRC must seek to promote equality in all our pay arrangements. BBSRC will also avoid discrimination on the grounds of sex, race, disability, sexual orientation, religion or belief, age, marriage or civil partnership, pregnancy or maternity, or gender re-assignment.
3.1. New appointees will normally be appointed at the minimum of the pay scale. Appointees with higher qualifications and experience and the ability to undertake a fuller range of duties may be appointed to a pay step above the minimum. This will not normally exceed standard pay. Establishments should consider the use of retention and recruitment allowances over appointing staff to salaries close to standard pay (see appendix A7.3). HR staff will ensure that any appointment above the minimum will not create anomalies with existing staff. .
3.2. Employees appointed at the minimum will normally progress to standard pay after five years if their performance is commensurate with the post. If the new appointee is assessed consistently as above commensurate, they will reach standard pay more quickly (3 to 4 years).
3.3. All proposals to award a starting salary above standard pay must be sent to the Pay Team, Human Resources Group, BBSRC Office by filling in the appropriate pro-forma (see appendix A7:2i) . Annual statistics on the numbers of staff appointed above standard pay will be provided to the JNCC. Recruitment to salary levels above standard pay point is expected to be rare. Guidance on inter-institute transfers differs and is covered by paragraph 6.
Vacancies must be described in such a way as to give a clear indication of the mix of experience, skills, qualifications and aptitude required. This forms the "person specification" for that vacancy, which should enable the recruiter to identify the essential requirements and those which can be defined as desirable. As a general rule, starting pay should reflect essential requirements but need not reflect those which are desirable. Recruitment qualification criteria are post specific. Further guidance is available in the recruitment guide.
Flexibility is available in starting salaries for staff transferring between institutes. The following can apply:
- Level transfer - The receiving institute has discretion to offer a salary which is higher than that currently held, based on the criteria set out at paragraph 3 above and bearing in mind internal relativities. Under no circumstances should a salary which is lower than that currently held be offered. If the same salary is offered, the receiving institute must honour any pay awards outstanding from the previous institute (e.g. if an individual transfers after the end of the reporting year, but before awards are announced or payable).
- Promotion - The receiving institute will offer a salary which will at least reflect the promotion increase between the 2 pay bands concerned.
- Exceptions - Where a level transfer follows a redeployment instigated by the BBSRC Redundancy and Redeployment Committee, the transferee's current salary will normally apply.
Last updated 20/12/12
Amendment 149 - December 2012